As Proviti’s director
Cummings highlighted, the
difficulty in hiring staff for
a Fin Tech firm relates to the
growth stage of the individual company, as requirements change and adapt.

Those in the start-up
phase need only a handful
of like-minded individuals with technical skills to
develop the idea into a
design or prototype to
engage investors.

Companies appear to be
more successful at this stage
of recruitment.

The challenges are first
seen at the ‘hyper-growth’
phase, as it reaches sufficient investment to launch
product. By this point, the
company needs the right
talent to build the product.

Cummings explained: “Ifwe narrow our considera-tions to the London Fintechscene, there is sufficientinvestment capital out therechasing ‘the next big idea’ toprovide the required levelof funding to get ideas offthe ground which createsthe demand.”“There’s a huge oppor-tunity in being part of thisworld – it’s a very crowded,dynamic and innova-tive market, which offersa deep learning curve tocandidates.”Platform Black describesitself as a marketplace forinvoice trading, with over£140 million invoice tradevalue to date.

In 2015, the company
saw a turnover of £ 44 million, which it attributes to
delivering fast finance solutions as well as diligent risk
management.

Langron added it is not
just millennials’ looking to
move into Fin Tech.

“Most have a banking
background and are frustrated by that world, so
they’re excited to get into
this hot, highly innovative
new world of alternative
finance,” she said.

Pelican’s Desai added
that it’s about people being
able to use their knowledge
and skills to make a difference, whilst not being
‘bogged down’ by a large
corporation.

“Sometimes people forget how exciting it is towork for a small company with big ambition.”